Training and Development Approach in Managing Human Resources

Managing Human Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Training and development approach...........................................................................................3
Advantages..................................................................................................................................3
Impact of training approach in addressing learning needs of employees....................................4
Possible risks and disadvantages.................................................................................................4
Budget considerations..................................................................................................................4
Factors influencing the implementation of approach..................................................................5
Relevant examples.......................................................................................................................5
SUMMARY.....................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Training is defined as the approach to build and improve skills, attitude and knowledge
so that professional expertise can be achieved to perform any operational activity (Hanaysha,
2016). Training and development programs are not only essential for improved organisational
productivity and performance but also for retaining talented human resources for long term. This
briefing note will analyse training approaches and related benefits and risks of the program.
MAIN BODY
Training and development approach
Systematic training approach is known as the process in which training procedures and
needs are classified into various stages. This training approach prioritises company goals and
ensures that training is developed and improved as per organisational goals and needs. The first
activity involved in systematic training is identification of training needs and objectives. As per
the customer feedbacks, existing skills and professional needs of employees and available
resources organisation plans to choose appropriate training method (Fletcher, Alfes and
Robinson, 2018). The systematic approach will allow service provider to choose vast range of
training methods such as role play, case study, on the job training, project work, discussions and
practical exercises. For this purpose market and customer analysis, skill assessment of employees
and evaluation of organisational polices and resources are also conducted. In the last phase of
systematic training outcomes of training are evaluated in terms of employee performance,
customer needs and organisational outcomes.
Advantages
On implementation of systematic training approach organisation will be able to emphasis
on existing performance gaps and training needs. It will also enhance the adaptability of
organisation towards environmental changes. One of the benefits of this training approach is that
it is dynamic and adaptive in nature and thus it is able to focus on various management
dimensions. For instance, by skill assessment of employees company will be able to deliver
training programs which are required for their professional development, organisational success